Finding & Developing Leaders

2. Finding & Developing Leaders

3. 1. Don’t EXPECT anyone to know what you are talking about. (Even if they act like they do.) •  Be MEAN with the vision! • No one will understand, nor have the passion you have, for the vision. • Train EVERYONE for EVERY job. (Ushers, Greeters, Hospitality) • Create clear, concise JOB DESCRPTIONS. (Even for those who volunteer.) If you give them no direction, they will make up their own!

4. 2. Understand that God has blessed people with DIFFERENT TALENTS and capacities. • To one he gave five talents of money, to another two talents, and to another one talent, each ACCORDING TO HIS ABILITY. Then he went on his journey. MATT 25:15 • Keep in mind that your EXPECTATIONS of a person you place in positions of authority should line up with their God-given capacities.

5. 3. Keep discipleship CENTRAL even amidst all the planning and training. •  If you miss this step, you may launch large and become an “inch deep” and a “mile wide”. • Gather your core together WEEKLY for the purposes of nourishing their souls and creating fellowship and intimacy. • The Tangible Kingdom Primer will help your group FOCUS on being missionaries within their own communities. • Plan out and execute multiple MISSIONAL activities before launch. • Don’t be afraid to hold HIGH-EXPECTATIONS of your core. People often rise to and want to be challenged (Especially Men!)

6. 4. Make sure you have ALIGNMENT among your leaders. • Warning #1- Never assume you understand people’s agenda and never, never assume they agree with your agenda.” • Warning #2- You will pay a terrible price if you compromise your mission, vision and core values, just to get a good leader on your team. • Warning #3- There is a difference between SHARED and UNSHARED expectations. • The goal is to generate buy-in and ownership of the vision into like mindedness. (allow people to speak into the vision) • Take an INVENTORY of anyone you are looking to place in any position of influence.

7. 5. Develop a leadership pipeline. • Constantly look for new leaders • Watch Small group leaders who do well • Each ministry leader is required to create depth • All new leaders are cleared through the Lead Pastor • Don’t be afraid to move a dynamic leader into another position

8. 6. Raise the bar for leadership • Constantly find new ways to invest in your leaders • As your leader grows, so does their ministry • Don’t be afraid to reward strong leaders • Send your leaders to other churches to see what’s going on.

9. 7. Can leaders go to the next level? • Your best leaders are not always the ones who are there when you arrive. • Be careful about hiring friends • Don’t rush to place leaders too quickly • Those who are saved in your often church become your strongest leaders • All leaders should be required to tithe to the ministry • Don’t be afraid to release leaders who are not performing • Every year your leaders should be evaluated, according to their job description, to determine if they can take you to the next level. Move them to another place (Peter Principle) • Don’t think that the only leaders you can hire, are the ones you have to pay • Delegate often in order to test a person’s ability to lead. Allow them to fail

10. II. Finding New Leaders

11. 1. Realize that God has GONE BEFORE YOU! This is His work! • Be attentive to those who cross your path. • Church people • Unchurched • Neighbors. Friends, family, co-workers • Start making lists of potential candidates

12. Shoot for a family or individual a WEEK (depending on current timeline)

13. 2. Discover who the LOCAL LEADERS are and schedule a meeting with them. • Fire Chief • Police Chief • School Principles • Mayor • Planning and Zoning

14. 3. Use multiple methods to find out whom GOD is calling. • Telstart • Newspaper • Yard Signs • Invite Cards • Word of Mouth • Flyers • Mailers • Fun community events or gathering that are supported or run by the church • Missional events • Appear at community events. (non-Christian) • Join the local Chamber of Commerce • Save every LEAD & FOLLOW-UP!

15. 4. Throw a VISION-CASTING party • Hold different parties once a month • Along with these parties, NEVER eat alone. • Make sure you provide for childcare. • Change the venue but keep it within your target area

16. 5. Take EVERYONE & ANYONE Who Can Help! • A.K.A “RelAUNCH TEAM • Realize the someone won’t make GOOD LEADERS • Ask for SHORT-TERM commitments • Looking for HELPERS /not necessarily leaders • (It is ok to ask for help from Church people for Missional purposes)

17. III. Leadership Landmines

18. The key to being a good manager is keeping the people who hate you away from those who are still undecided … Casey Stengel. Learning how to navigate Leadership Landmines is a crucial part of leading any church. Learning how to handle them well, in the relaunch of a new church, will save you a lot of heartache and avert a potential meltdown. Leadership Problems occur when the pastor and potential leader hold differing ________. Come to terms with your non-negotiables first.

19. 1.Existing Leaders. • Leaders on the scene prior to your arrival • Laymen who have had a vision about this new church • Former church leaders • Those who are use to making decisions in their place of work

20. 2. Church planter insecurities. • New to ministry • Strong personalities of laymen • Fear of hurting someone’s feelings

21. 3. Improper Expectations • Churched people who understand traditional pastoral roles. • Failure to help core group understand your role.

22. 4. Disgruntled Christians • Agenda hijackers who were very unhappy at their other church. • If they were unhappy at the other church chances are they will become unhappy with yours in time. Take caution.

23. 5. False assumptions of perpetual leadership roles • Give jobs away, not roles • All are not created equal • Some are not able to lead

24. 6. Money • Who controls it? • Who knows about it? • Who makes decisions? • Printing weekly giving in the bulletin. • All leaders need to tithe. • Those who don’t tithe don’t believe in what you are doing.

25. Assess Potential Leadership(Nebel Matrix) How do they feel about you personally? Ok Not Sure Quad 2 - Spend time to build relationship with them. Quad 1 - Work with them. They believe in you and your values and vision. Ok Not Sure How do they feel about your vision/mission? Quad 3 - Look for ways to inspire, educate and train people about vision. Quad 4 - Short-term workers at best. Ask them to move on.

26. How to avert potential leadership problems • Use multiple phases before naming a permanent board. • Avoid words like official and board. Use TEAM instead. • Don’t give leaders titles. • Have a clear purpose and time frame. • Prepare for a changing of the guard and celebrate it.

27. Four phases of leadership • Phase One: Change Advisory Team • (1 year to 6 months prior to launch.) • Phase Two: Transition Team • (After launch. Duration 4 to 6 months) • Phase Three: Short-term Leadership Team • (6 months after Launch. Duration up to one year.) • Phase Four: Formal Board

28. How To Hire The Right Person “Companies are notorious for hiring based on skill and firing based on fit.” (Diana Ponder – 501 + Great Interview Questions For Employers And The Best Answers For Prospective Employees)

29. Three Principles of Hiring “Therefore it became necessary to choose one of the men who have been with us the whole time the Lord Jesus went in and out among us, beginning from John’s baptism to the time when Jesus was taken up from us. For one of these must become a witness with us of his resurrection. So they proposed two men: Joseph called Barsabbas (also known as Justus) and Matthias.” Acts 1:21-23

30. Principle One Hire the person who is the best fit. Don’t look for the superstar. “choose one of the men who have been with us the whole time…” Acts 1:21 Talent alone is not enough to carry a church.

31. Principle Two Don’t hire the firstperson especially if they are your only choice. “So they proposed two men: Joseph called Barsabbas (also known as Justus) and Matthias.” Acts 1:23

32. Principle Three Hire the who not the what. Don’t hire a position. Hire an individual.

33. The Four C’s of Hiring • C - Chemistry - Can’t be learned. • C - Character - Can be learned • C - Competence - Can be taught. • C- Calling – Are they called